What to Say
You manage people who face the public or colleagues, and they need the words.
Who It's For
Trans and nonbinary inclusion touches every part of an organisation differently. Find the evidence, risks, and tools most relevant to your role.
Find Your Lane
Start with the task in front of you
Guidance lands with leaders, but it's implemented by task-owners — forward this page, and let each person go straight to their lane below.
What to Do
You're responsible for physical spaces — facilities, signage, changes to buildings.
Single-sex spaces decision framework →
A practical signage playbook and sign pack are in production — coming soon.
What to Write
How to Validate
You carry legal oversight and need to evidence that all of the above is defensible.
Not sure which lane fits, or want a benchmarked view first? Take the five-minute Readiness Assessment for an instant, evidence-based picture of where your organisation stands.
By Role
Or Find Your Role
Prefer to start from your seat at the table instead? The same toolkit, organised by role.
Board & Executives
Governance risk signals, accountability gaps, and scrutiny readiness for boards and senior leaders.
We look at trans and nonbinary inclusion as a multi-dimensional risk and integrity issue, not a communications initiative, and bring together the evidence on retention, operational consistency, and reputational exposure that boards are ultimately accountable for. Only 6.1% of the organisations we surveyed tie inclusion outcomes to executive KPIs, which means the rest have made a governance choice — whether or not it was made deliberately.
- Read the Board & Executives evidence on risk signals and accountability gaps
- See the three governance patterns that explain why inclusion so often fails under pressure
- When you’re ready, the diagnostic in the app shows how your own governance measures up
HR & People Teams
Identity change workflows, manager enablement, and systems readiness for people teams.
We hear from HR teams that the biggest risks are rarely about getting policy wording right — they’re about the infrastructure gap: systems that can’t process a name change without friction, managers who lack guidance, and case-handling that depends on individual knowledge rather than a documented pathway. The evidence sets out where that gap tends to sit and what closes it.
- Read the HR & People Teams evidence on the infrastructure gap behind case handling
- See the legal and risk considerations that shape a defensible HR process
- The app includes a documented pathway you can adapt for your own systems
Line Managers
Decision frameworks and escalation routes for managers who are the front line of inclusion.
We know line managers are the front line — the person who responds when an employee discloses a trans or nonbinary identity, when pronouns need updating, or when a colleague raises a concern. The evidence suggests the gap here isn’t personal confidence; it’s an infrastructure failure, and what helps is a scenario library, a clear escalation route, and decision authority that’s spelled out rather than assumed.
- Read the Line Managers evidence on the guidance gap and what managers need from their organisation
- The app includes scenario guidance you can use directly, without waiting for policy to catch up
Legal & Risk
Multi-directional legal exposure and defensibility guidance for legal and risk teams.
We treat legal exposure in this area as multi-directional: an organisation can face claims from trans employees for inadequate protection and from other employees for perceived overreach, sometimes simultaneously. Defensibility depends not on having the “right” answer, but on a principled, documented, and consistently applied process — so we set out both the evidence and the rules for reading it honestly.
- Read the Legal & Risk evidence on multi-directional exposure and defensibility
- See the interpretation rules for reading the data honestly before you cite it
- The app’s stress-test tool helps you check whether a decision would hold up under scrutiny